Broadly speaking, a civil right is a right created by a governmental body. For example, the right to free speech is guaranteed
by the First Amendment of the United States Constitution. It is also protected as a right in many states Constitutions. Because
this right is created by the Federal government, or your States government, it is a "civil right". The rights that are most
commonly referred to as "civil rights" involve the protections against discrimination on the basis of race, religion, gender,
or national origin. The most prominent example of a statute protecting civil rights is the Federal Civil Rights Act of 1964
which, among other things, prohibits discrimination on the basis of race in places of public accommodation. There are also
many laws that make it illegal to discriminate in employment settings,

HOW ARE THESE RIGHTS PROTECTED?

There are two primary mechanisms for protecting citizens civil rights: (1) Statutes that make certain types of discrimination
unlawful, and authorize government agencies to act to prohibit violations of the rights granted in the statute, and (2) Statutes
that allow individuals who have been harmed as a result of prohibited discrimination to sue for money damages or injunctive
relief if their civil rights have been violated.

CAN I SUE WHENEVER SOMEONE INTERFERES WITH ONE OF MY CIVIL RIGHTS?

You generally wont be successful in a lawsuit against a private individual for depriving you of your civil rights unless
there is a Federal or state statute authorizing a suit against a private individual. For example, if you are trying to make
a speech in someones house and the owner kicks you out, you cannot sue him for depriving you of your First Amendment right-to-free
speech. Of course if the owner beats you up while getting you to stop, you may be able to sue the person for the intentional
tort of battery. As there are Federal and state statutes covering fields such as housing, employment, and public accommodations,
you can sue to prevent private individuals from discriminating against you in those areas. The Bureau of Justice Statistics
of the U.S. Justice Department reported in January, 2000 that civil rights complaints of all varieties more than doubled from
1990 to 1998, from 18,793 in 1990 (8.6 percent of the 217,879 total Federal civil cases filed that year) to 42,354, or 16.5
percent of all 256,787 new Federal civil cases filed in 1998. Private parties brought substantially all of the cases. There
were only 672 Government-initiated civil rights lawsuits against a business, individual or government for alleged civil rights
violations in 1998. Most of the growth in cases was due to the increase in employment cases between private parties. You can
also sue a government employee who deprives you of your civil rights while acting "under color of law".

WHEN IS A GOVERNMENTAL EMPLOYEE ACTING "UNDER COLOR OF LAW"?

Officials act under "color of law" when they are either actually carrying out their official duties or they act in a
manner which makes it seem as if they are. For instance, a police officer arresting someone while on duty is clearly acting
"under color of law." In addition, an off-duty police officer showing his or her badge is most likely acting under color of
law. Some actions taken by private institutions that are doing work for the government (such as a university performing a
government contract) may also be considered to be "under color of law."

WHO CAN SUE?

Generally, you must have suffered an injury in order to sue for a violation of your civil rights under Federal
or state law. It need not be a physical injury, however. Injuries such as a loss of property or racial stigmatization should
allow you to sue for relief. In some cases a group in which the victim of discrimination is a member may sue on his or her
behalf. WHAT IS "OFFICIAL POLICY OR CUSTOM"? "Official policy or custom" means that the state/municipality that violated your
civil rights was at least aware of a widespread practice that violated your rights, or those of people similarly situated
to you. This standard clearly includes acts that are officially legislated, such as those in a state law or municipal ordinance
or rule. Official policy or custom also extends to activities that, while not necessarily written down anywhere, are known
to exist by the authorities in charge of the government agency that is violating civil rights.

WHAT IS "IMMUNITY"? HOW DOES IT AFFECT MY ABILITY TO SUE?

Immunity allows certain individuals to be protected from suit. There are two types of immunity: absolute and
qualified. Absolute immunity means that a person cannot be sued for any act done in his or her official capacity, regardless
of the persons intentions. Judges, legislators, and prosecutors carrying out their functions as attorneys generally have absolute
immunity. Qualified immunity offers less protection. In order to successfully sue persons with qualified immunity you will
have to prove their conduct violates clearly established rights which a reasonable person would have known about. Police officers
generally have qualified immunity.

WHAT TYPES OF REMEDIES ARE AVAILABLE IF I SUE?

There are two types of relief available for the violation of your civil rights: money damages and injunctive
relief. Money damages are available for the loss of property rights and for violations of civil rights done "under color of
law". Injunctive relief means that the government will intervene to stop the individuals who have violated your civil rights
from continuing to do so. Injunctive relief is the only remedy available for many civil rights violations, including those
under the Federal anti-discrimination statutes.

Many decisions that are made in the course of everyday life can be said to be discriminatory. For example,
you may prefer vanilla to strawberry ice cream. That type of discrimination is a matter of personal choice. The strawberry
growers have no civil rights claim against you. A life insurance company charges lower rates for 20-year olds than 60-year
olds, and this is permissible. The Government treats bank robbers differently from bankers, and bankers differently from bakers.
That does not mean that there is unlawful discrimination. Decisions become unlawfully discriminatory when race, creed, national
origin or ethnicity (and, in some cases, gender) are factors which cause one person to be treated differently than another.
Some states have laws that also protect against discrimination on the basis of marital status or sexual preference.

DOES DISCRIMINATION HAVE TO BE INTENTIONAL TO BE UNLAWFUL?

Yes. Even if a decision has an unequal impact on different races (i.e., the result is that people of one race
fare worse than people in another), it is not necessarily unlawful discrimination. In order to be successful in a civil rights
lawsuit, you must prove that the decision maker intentionally discriminated.

CAN I SUE A LAW ENFORCEMENT OFFICIAL FOR VIOLATING MY CIVIL RIGHTS?

Yes, but dont expect to win unless the violation was flagrant and there are videotapes, such as there were
in the Rodney King beating case, or lots of witnesses who are very believable. In fact few lawyers will accept such cases
-- as chances of success are typically very poor --except where there were notorious abuses or the matter is one of widespread
public interest.

WHY ARE CASES AGAINST LAW ENFORCEMENT OFFICIALS SO DIFFICULT?

First, almost every convicted criminal claims his or her rights were violated. The courts and public have
little sympathy for criminals, and generally their credibility is weak - particularly if they are repeat offenders - when
contrasted with law enforcement officials. Where there are videotapes that document the violations - as there were in the
Rodney King case -- that would be a different story. Second, law enforcement officials have qualified immunity (as discussed
above). Thus the law enforcement officials conduct must be willful or, at a minimum, reckless in order for someone to be able
to sue. Being merely careless (or mildly unreasonable) conduct are not sufficient to allow you to sue. Third, the officials
conduct must deprive you of a civil right. For example, an officer neglecting to read you your Miranda rights (your right
to remain silent and right to counsel) cannot be sued unless you turn over evidence that is used against you by the law enforcement
agency. Fourth, in order to sue for use of excessive force, you must suffer a significant injury. Even if you suffer such
an injury, if the law officers use of force was justifiable - and you can bet that she will claim it was - a lawsuit will
not be successful.

IS IT POSSIBLE TO RECOVER ATTORNEYS FEES?

Yes. A prevailing party -- even one who is partially successful -- generally may ask the court to award reasonable
attorneys fees and expenses of litigation in a civil rights lawsuit. The laws purpose in allowing awards of attorneys fees
is to encourage the enforcement of civil rights laws. There is no provision for paying attorneys fees for unsuccessful civil
rights litigants.

IS IT POSSIBLE TO RECEIVE PUNITIVE DAMAGES?

Yes, but only where aggravating circumstances exist.

SPECIAL TYPES OF CIVIL RIGHTS PROTECTIONS ARE THERE PROTECTIONS FOR THE PHYSICALLY
AND MENTALLY

HANDICAP?

Federal law (Americans with Disabilities Act, or ADA) makes it unlawful to discriminate against an otherwise
qualified disabled person in a workplace. Workplace protection covers job application procedures, hiring, firing, advancement,
compensation, training, recruitment, advertising, tenure, layoffs, leaves, fringe benefits, and so forth. There are some exceptions,
such as when a persons disability prevents him or her from meeting reasonable qualifications for the job. This law applies
to public sector employers, and private sector employers with more than 15 employees. Some states have laws that are more
stringent, and, for example, cover employers with fewer employees. In addition to employment nondiscrimination protection,
other activities covered under the ADA include public accommodations, transportation, state and local government services,
and telecommunications.

ARE THE CIVIL RIGHTS LAWS ONLY FOR MINORITIES? DO WHITES HAVE PROTECTION?

The civil rights laws are intended to be available to protect everyone, including black, Asian, Hispanic and
Caucasian. Courts have allowed white people to sue for race discrimination.

ARE AFFIRMATIVE ACTION PLANS LEGAL?

An Affirmative Action Plan ("AAP") sets standards for the recruiting, hiring and promotion of women and minorities
(to eliminate the present effects of past employment discrimination). The Federal Government, and some states and localities
have such plans. Other states and localities (such as California and Houston, Texas) have passed referenda making it illegal
for the state and local government to make classifications on the basis of race. The appropriateness of Federal and State
affirmative action efforts as attempts to remedy past discrimination is a current matter of significant legal debate and political
controversy. As what promised to be a landmark case that the United States Supreme Court had agreed to decide, involving a
New Jersey teacher who was white and who was dismissed in favor of a minority teacher, has just been settled, so a definitive
answer may be years away. In the private sector, an employers voluntary AAP to remedy racial or gender imbalances in what
had been segregated job categories is probably lawful and would not be deemed to be discriminatory, although specific advice
from an experienced attorney based on the unique factual pattern would be advisable.

WHAT ABOUT AGE DISCRIMINATION?

In employment, age discrimination is frequently illegal. The Federal Age Discrimination in Employment Act
("ADEA") prohibits arbitrary discrimination against persons age 40 and over on the basis of their age. It is not, however,
unlawful to discriminate on the basis of factors that can arise with age, such as health problems. Although Federal law does
not prohibit discrimination against those younger than 40, and only applies to public sector employers, and private sector
employers with more than 20 employees. Many states laws protect persons under 40 years of age, or who work for smaller employers.

ARE THERE HOUSING PROTECTIONS?

Yes. The Federal Fair Housing Act prevents discrimination on the basis of race in the sale or renting of housing.
This law applies to anyone who is selling or renting real estate or housing. It is also unlawful to "steer" residents of a
certain race to a neighborhood in which people of the same race live. Some state and local laws have added impermissible grounds
for discrimination. For example, some prohibit landlords from refusing to rent to prospective tenants with children or an
animal(s) or below a set age. Others have legislated extra protection for those who are blind, disabled or students.

CAN PRIVATE CLUBS AND RELIGIOUS ORGANIZATIONS DISCRIMINATE UNDER FEDERAL LAW?

That depends. When dealing with private individuals, the Federal civil rights statutes only reach as far as
public accommodations. Thus, while it is unlawful to discriminate on the basis of race or national origin in hotels, restaurants,
theaters, public transportation and public parks, the Federal civil rights laws contain an exception allowing bona fide private
clubs and religious organizations to discriminate in terms of who they accept as members, and thus who can use their facilities.
Many states and localities have enacted laws that go well beyond the protections afforded by the Federal civil rights laws,
both in terms of the scope of the discriminatory conduct they prohibit and when and how they apply to "private" clubs and
organizations.

WHAT ABOUT STATE AND LOCAL LAWS THAT SAY PRIVATE CLUBS AND RELIGIOUS ORGANIZATIONS
CANNOT DISCRIMINATE?

While many state and local laws prohibit discrimination far more broadly than the Federal civil rights laws,
to the extent they would override the rights of organizations to engage in "expressive association" as protected by the First
Amendment to the United States Constitution, they would not be upheld. Whenever there is a conflict between state or local
law and the United States Constitution, the Federal Constitution trumps any provision of state law, no matter how well intentioned.
The Supreme Court decisions in this area suggest that the courts consider each matter on a case by case basis. In the 1980s,
the United States Supreme Court held that the First Amendment did not justify sex discrimination by civic clubs. It held state
Civil Rights Laws could apply to such all male organizations as the Rotary and Jaycees, and prohibit them from excluding females
from their organizations. It noted that their exclusion of women was not part of those organizations' shared goals or expressive
messages. However, in 1995, the Supreme Court held that the anti-discrimination provisions of Massachusett's public accomodation
law could not be used to stop the private association sponsoring the St. Patrick's Day Parade in Boston from excluding a gay,
lesbian and bi-sexual group seeking to carry a banner expressing views that the association objected to. To do so would violate
the sponsoring association's rights under the First Amendment of the United States Constitution. On June 28, 2000 the United
States Supreme Court held, by a 5 to 4 vote, that New Jersey's Civil Rights Law could not be applied to prohibit the Boy Scouts
of America, a 5 million member organization, from discriminating against an openly gay assistant scoutmaster. The Boy Scouts
contended that homosexual conduct was inconsistent with the Scouts' expressed values, and having to keep the avowedly gay
leader him would affect in a significant way the group's ability to advocate public or private viewpoints. The closely divided
Supreme Court held that applying a state's Civil Rights law to require the Boy Scouts to retain the gay scoutmaster would
impair its rights to expressive activity, and thus violate the association's rights under the First Amendment of the United
States Constitution and be a "severe intrusion on the Boy Scouts' rights to freedom of expressive association."

DO STATE AND LOCAL GOVERNMENTS HAVE TO ALLOW PRIVATE CLUBS AND RELIGIOUS ORGANIZATIONS
TO DISCRIMINATE?

That depends on what they do. Many states and localities have Civil Rights Laws that are far broader than
the Federal law and try to define, in economic terms, what is and is not a "private club". For example, New York City defines
private clubs that derive certain levels of income from business as places of public accommodation for purposes of its Civil
Rights Laws. San Francisco requires employers who do business with the city to offer their employees health insurance for
non-marital "partners". States and localities often seek to exclude organizations that discriminate from certain benefits.
For example, municipal governments might try to sever relationships with a discriminatory organization, as some have with
the Boy Scouts, denying the organization the use of public buildings to hold meetings, or removing it from the list of public
charities eligible for the payroll deduction. Of course, there are limits beyond which a state or local government can not
go when an organization is engaging in constitutionally protected activity. For example, even a racist hate organization has
a First Amendment right to march and a state or city can not deny such an organization a permit because the organization discriminates
against minorities or its speech is bigoted and hateful.

IS EDUCATION A CIVIL RIGHT?

Technically speaking, no. However, since the famous 1954 case of Brown v. The Board of Education, it has been
illegal for public schools to discriminate on the basis of race. It is also illegal for a public school district to be segregated
as a result of intentional practices, such as drawing the schools boundaries around exclusively single race areas (this is
known as de jure segregation). If, however, a school is exclusively one race as a result of freely made housing decisions
(de facto segregation), there is no violation of the Federal civil rights laws. In higher education, it is unlawful for colleges
and graduate schools to discriminate against minorities. Virtually every aspect of a prisoners life is controlled by the prison
authorities, and many civil rights law suits are filed by prisoners. While prisoners do have certain civil rights, Federal
law and court decisions as well as the laws and court decisions of each state, differ on the scope and limit of prisoners
rights. However, generally-speaking, prisoners, and sometimes even persons on parole and former prisoners, do not enjoy the
same civil rights as persons who have not been convicted of a crime. The most typical form of prisoner lawsuit is the petition
for habeas corpus in Federal court after s/he has exhausted state remedies. The petition says that you are challenging a states
right to keep you a prisoner. Only a tiny number of these suits are successful.

EDITOR'S NOTE:The following is the text of Title
VII of the Civil Rights Act of 1964 (Pub. L. 88-352) (Title VII), as amended, as it appears in volume 42 of the United States
Code, beginning at section 2000e. Title VII prohibits employment discrimination based on race, color, religion, sex and national
origin. The Civil Rights Act of 1991 (Pub. L. 102-166) (CRA) amends several sections of Title VII. These amendments appear
in boldface type. In addition, section 102 of the CRA (which is printed elsewhere in this publication) amends the Revised
Statutes by adding a new section following section 1977 (42 U.S.C. 1981), to provide for the recovery of compensatory and
punitive damages in cases of intentional violations of Title VII, the Americans with Disabilities Act of 1990, and section
501 of the Rehabilitation Act of 1973. Cross references to Title VII as enacted appear in italics following each section heading.
Editor's notes also appear in italics.

An Act

To enforce the constitutional right to vote, to confer jurisdiction upon the district
courts of the United States to provide injunctive relief against discrimination in public accommodations, to authorize the
attorney

General to institute suits to protect constitutional

rights in public facilities and public education, to extend the Commission
on CivilRights, to prevent discrimination in federally assisted programs, to establish a Commission on Equal Employment
Opportunity, and for other purposes.

Be it enacted by the Senate and House of Representatives of the United States
of America in Congress assembled, That this Act may be cited as the "

CivilRights
Act of 1964".

* * *

DEFINITIONS

SEC. 2000e. [Section 701] For the purposes of this subchapter (a) The term ``person''
includes one or more individuals, governments, governmental agencies, political subdivisions, labor unions, partnerships,
associations, corporations, legal representatives, mutual companies, jointstock companies, trusts, unincorporated organizations,
trustees, trustees in cases under title 11 [bankruptcy], or receivers.

(b) The term ``employer'' means a person engaged in an industry affecting commerce
who has fifteen or more employees for each working day in each of twenty or more calendar weeks in the current or preceding
calendar year, and any agent of such a person, but such term does not include (1) the United States, a corporation wholly
owned by the Government of the United States, an Indian tribe, or any department or agency of the District of Columbia subject
by statute to procedures of the competitive service (as

defined in section 2102 of title 5 [of the United States Code]), or (2) a bona
fide private membership club (other than a labor organization) which is exempt from taxation under section 501(c) of title
26 [the Internal Revenue Code of 1954], except that during the first year after March 24, 1972 [the date of enactment of the
Equal Employment Opportunity Act of 1972], persons having fewer than twentyfive employees (and their agents) shall not be
considered employers.

(c) The term ``employment agency'' means any person regularly undertaking with
or without compensation to procure employees for an employer or to procure for employees opportunities to work for an employer
and includes an agent of such a person.

(d) The term ``labor organization'' means a labor organization engaged in an industry
affecting commerce, and any agent of such an organization, and includes any organization of any kind, any agency, or employee
representation committee, group, association, or plan so engaged in which employees participate and which exists for the purpose,
in whole or in part, of dealing with employers concerning grievances, labor disputes, wages, rates of pay, hours, or other
terms or conditions of employment, and any conference, general committee, joint or system board, or joint council so engaged
which is subordinate to a national or international labor organization.

(e) A labor organization shall be deemed to be engaged in an industry affecting
commerce if (1) it maintains or operates a hiring hall or hiring office which procures employees for an employer or procures
for employees opportunities to work for an employer, or (2) the number of its members (or, where it is a labor organization
composed of other labor organizations or their representatives, if the aggregate number of the members of such other labor
organization) is (A) twentyfive or more during the first year after March 24, 1972 [the date of enactment of the Equal Employment
Opportunity Act of 1972], or (B) fifteen or more thereafter, and such labor organization (1) is the certified representative
of employees under the provisions of the National Labor Relations Act, as amended [29 U.S.C.151 et seq.], or the Railway Labor
Act, as amended [45 U.S.C. 151et seq.];

(2) although not certified, is a national or international labor organization
or a local labor organization recognized or acting as the representative of employees of an employer or employers engaged
in an industry affecting commerce; or (3) has chartered a local labor organization or subsidiary body which is representing
or actively seeking to represent employees of employers within the meaning of paragraph (1) or (2); or (4) has been chartered
by a labor organization representing or actively seeking to represent employees within the meaning of paragraph (1) or (2)
as the local or subordinate body through which such employees may enjoy membership or become affiliated with such labor organization;
or (5) is a conference, general committee, joint or system board, or joint council subordinate to a national or international
labor organization, which includes a labor organization engaged in an industry affecting commerce within the meaning of any
of the preceding paragraphs of this subsection.

(f) The term ``employee'' means an individual employed by an employer, except
that the term ``employee'' shall not include any person elected to public office in any State or political subdivision of
any State by the qualified voters thereof, or any person chosen by such officer to be on such officer's personal staff, or
an appointee on the policy making level or an immediate adviser with respect to the exercise of the constitutional or legal
powers of the office. The exemption set forth in the preceding sentence shall not include employees subject to the

civil service laws
of a State government, governmental agency or political subdivision. With respect to employment in a foreign country, such
term includes an individual who is a citizen of the United States.

(g) The term ``commerce'' means trade, traffic, commerce, transportation, transmission,
or communication among the several States; or between a State and any place outside thereof; or within the District of Columbia,
or a possession of the United States; or between points in the same State but through a point outside thereof.

(h) The term ``industry affecting commerce'' means any activity, business, or
industry in commerce or in which a labor dispute would hinder or obstruct commerce or the free flow of commerce and includes
any activity or industry ``affecting commerce'' within the meaning of the LaborManagement Reporting and Disclosure Act of
1959 [29 U.S.C. 401 et seq.], and further includes any governmental industry, business, or activity.

(i) The term ``State'' includes a State of the United States, the District of
Columbia, Puerto Rico, the Virgin Islands, American Samoa, Guam, Wake Island, the Canal Zone, and Outer Continental Shelf
lands defined in the Outer Continental Shelf Lands Act [43 U.S.C. 1331 et seq.].

(j) The term ``religion'' includes all aspects of religious observance and practice,
as well as belief, unless an employer demonstrates that he is unable to reasonably accommodate to an employee's or prospective
employee's religious observance or practice without undue hardship on the conduct of the employer's business.

(k) The terms ``because of sex'' or ``on the basis of sex'' include, but are not
limited to, because of or on the basis of pregnancy, childbirth, or related medical conditions; and women affected by pregnancy,
childbirth, or related medical conditions shall be treated the same for all employmentrelated purposes, including receipt
of benefits under fringe benefit programs, as other persons not so affected but similar in their ability or inability to work,
and nothing in section 2000e-2(h) of this title [section 703(h)] shall be interpreted to permit otherwise. This subsection
shall not require an employer to pay for health insurance benefits for abortion, except where the life of the mother would
be endangered if the fetus were carried to term, or except where medical complications have arisen from an abortion: Provided,
That nothing herein shall preclude an employer from providing abortion benefits or otherwise affect bargaining agreements
in regard to abortion.

(l) The term ``complaining party'' means the Commission, the Attorney General,
or a person who may bring an action or proceeding under this subchapter.

(m) The term ``demonstrates'' means meets the burdens of production and
persuasion.

(n) The term ``respondent'' means an employer, employment agency, labor organization,
joint labormanagement committee controlling apprenticeship or other training or retraining program, including an onthejob
training program, or Federal entity subject to section 2000e-16 of this title
.

EXEMPTION

SEC. 2000e-1. [Section 702]

(a) This subchapter shall
not apply to an employer with respect to the employment of aliens outside any State, or to a religious corporation, association,
educational institution, or society with respect to the employment of individuals of a particular religion to perform work
connected with the carrying on by such corporation, association, educational institution, or society of its activities.

(b)It shall not be
unlawful under section 2000e-2 or 2000e-3 of this title [section 703 or 704] for an employer (or a corporation controlled
by an employer), labor organization, employment agency, or joint labormanagement committee controlling apprenticeship or other
training or retraining (including onthejob training programs) to take any action otherwise prohibited by such section, with
respect to an employee in a workplace in a foreign country if compliance with such section would cause such employer (or such
corporation), such organization, such agency, or such committee to violate the law of the foreign country in which such workplace
is located.

(c) (1) If an employer controls a corporation whose place of incorporation
is a foreign country, any practice prohibited by section 2000e-2 or 2000e-3 of this title [section 703 or 704] engaged in
by such corporation shall be presumed to be engaged in by such employer.

(2) Sections 2000e-2 and 2000e-3 of this title [sections 703 and 704]
shall not apply with respect to the foreign operations of an employer that is a foreign person not controlled by an American
employer.

(3) For purposes of this subsection, the determination of whether an employer
controls a corporation shall be based on

(A) the interrelation of operations;

(B) the common management;

(C) the centralized control of labor relations; and

(D) the common ownership or financial control, of the employer and the
corporation.

UNLAWFUL EMPLOYMENT PRACTICES

SEC. 2000e-2. [Section 703](a) It shall be an unlawful employment practice for
an employer -

(1) to fail or refuse to hire or to discharge any individual, or otherwise to
discriminate against any individual with respect to his compensation, terms, conditions, or privileges of employment, because
of such individual's race, color, religion, sex, or national origin; or

(2) to limit, segregate, or classify his employees or applicants for employment
in any way which would deprive or tend to deprive any individual of employment opportunities or otherwise adversely affect
his status as an employee, because of such individual's race, color, religion, sex, or national origin.

(b) It shall be an unlawful employment practice for an employment agency to fail
or refuse to refer for employment, or otherwise to discriminate against, any individual because of his race, color, religion,
sex, or national origin, or to classify or refer for employment any individual on the basis of his race, color, religion,
sex, or national origin.

(c) It shall be an unlawful employment practice for a labor organization-

(1) to exclude or to expel from its membership, or otherwise to

discriminate against, any individual because of his race, color, religion, sex,
or national origin;

(2) to limit, segregate, or classify its membership or applicants for membership,
or to classify or fail or refuse to refer for employment any individual, in any way which would deprive or tend to deprive
any individual of employment opportunities, or would limit such employment opportunities or otherwise adversely affect his
status as an employee or as an applicant for employment, because of such individual's race, color, religion, sex, or national
origin; or

(3) to cause or attempt to cause an employer to discriminate against an individual
in violation of this section.

(d) It shall be an unlawful employment practice for any employer, labor organization,
or joint labormanagement committee controlling apprenticeship or other training or retraining, including onthejob training
programs to discriminate against any individual because of his race, color, religion, sex, or national origin in admission
to, or employment in, any program established to provide apprenticeship or other training.

(e) Notwithstanding any other provision of this subchapter, (1) it shall not be
an unlawful employment practice for an employer to hire and employ employees, for an employment agency to classify, or refer
for employment any individual, for a labor organization to classify its membership or to classify or refer for employment
any individual, or for an employer, labor organization, or joint labormanagement committee controlling apprenticeship or other
training or retraining programs to admit or employ any individual in any such program, on the basis of his religion, sex,
or national origin in those certain instances where religion, sex, or national origin is a bona fide occupational qualification
reasonably necessary to the normal operation of that particular business or enterprise, and

(2) it shall not be an unlawful employment practice for a school, college, university,
or other educational institution or institution of learning to hire and employ employees of a particular religion if such
school, college, university, or other educational institution or institution of learning is, in whole or in substantial part,
owned, supported, controlled, or managed by a particular religion or by a particular religious corporation, association, or
society, or if the curriculum of such school, college, university, or other educational institution or institution of learning
is directed toward the propagation of a particular religion.

(f) As used in this subchapter, the phrase ``unlawful employment practice'' shall
not be deemed to include any action or measure taken by an employer, labor organization, joint labormanagement committee,
or employment agency with respect to an individual who is a member of the Communist Party of the United States or of any other
organization required to register as a Communistaction or Communistfront organization by final order of the Subversive Activities
Control Board pursuant to the Subversive Activities Control Act of 1950 [50 U.S.C.781 et seq.].

(g) Notwithstanding any other provision of this subchapter, it shall not be an
unlawful employment practice for an employer to fail or refuse to hire and employ any individual for any position, for an
employer to discharge any individual from any position, or for an employment agency to fail or refuse to refer any individual
for employment in any position, or for a labor organization to fail or refuse to refer any individual for employment in any
position, if-

(1) the occupancy of such position, or access to the premises in or upon which
any part of the duties of such position is performed or is to be performed, is subject to any requirement imposed in the interest
of the national security of the United States under any security program in effect pursuant to or administered under any statute
of the United States or any Executive order of the President; and

(2) such individual has not fulfilled or has ceased to fulfill that requirement.

(h) Notwithstanding any other provision of this subchapter, it shall not be an
unlawful employment practice for an employer to apply different standards of compensation, or different terms, conditions,
or privileges of employment pursuant to a bona fide seniority or merit system, or a system which measures earnings by quantity
or quality of production or to employees who work in different locations, provided that such differences are not the result
of an intention to discriminate because of race, color, religion, sex, or national origin, nor shall it be an unlawful employment
practice for an employer to give and to act upon the results of any professionally developed ability test provided that such
test, its administration or action upon the results is not designed, intended or used to discriminate because of race, color,
religion, sex or national origin. It shall not be an unlawful employment practice under this subchapter for any employer to
differentiate upon the basis of sex in determining the amount of the wages or pensation paid or to be paid to employees
of such employer if such differentiation is authorized by the provisions of section 206(d) of title 29 [section 6(d) of the
Fair Labor Standards Act of 1938, as amended].

(i) Nothing contained in this subchapter shall apply to any business or enterprise
on or near an Indian reservation with respect to any publicly announced employment practice of such business or enterprise
under which a preferential treatment is given to any individual because he is an Indian living on or near a reservation.

(j) Nothing contained in this subchapter shall be interpreted to require any employer,
employment agency, labor organization, or joint labormanagement committee subject to this subchapter to grant preferential
treatment to any individual or to any group because of the race, color, religion, sex, or national origin of such individual
or group on account of an imbalance which may exist with respect to the total number or percentage of persons of any race,
color, religion, sex, or national origin employed by any employer, referred or classified for employment by any employment
agency or labor organization, admitted to membership or classified by any labor organization, or admitted to, or employed
in, any apprenticeship or other training program, in comparison with the total number or percentage of persons of such race,
color, religion, sex, or national origin in any community, State, section, or other area, or in the available work force in
any community, State, section, or other area.

(k) (1) (A) An unlawful employment practice based on disparate impact is established
under this title only if-

(i) a complaining party demonstrates that a respondent uses a particular employment
practice that causes a disparate impact on the basis of race, color, religion, sex, or national origin and the respondent
fails to demonstrate that the challenged practice is job related for the position in question and consistent with business
necessity; or

(ii) the complaining party makes the demonstration described in subparagraph (C)
with respect to an alternative employment practice and the respondent refuses to adopt such alternative employment practice.

(B) (i) With respect to demonstrating that a particular employment practice causes
a disparate impact as described in subparagraph (A)(i), the complaining party shall demonstrate that each particular challenged
employment practice causes a disparate impact, except that if the complaining party can demonstrate to the court that the
elements of a respondent's decisionmaking process are not capable of separation for analysis, the decisionmaking process may
be analyzed as one employment practice.

(ii) If the respondent demonstrates that a specific employment practice does not
cause the disparate impact, the respondent shall not be required to demonstrate that such practice is required by business
necessity.

(C) The demonstration referred to by subparagraph (A)(ii) shall be in accordance
with the law as it existed on June 4, 1989, with respect to the concept of ``alternative employment practice''.

(2) A demonstration that an employment practice is required by business necessity
may not be used as a defense against a claim of intentional discrimination under this title.

(3) Notwithstanding any other provision of this title, a rule barring the employment
of an individual who currently and knowingly uses or possesses a controlled substance, as defined in schedules I and II of
section 102(6) of the Controlled Substances Act (21 U.S.C. 802(6)), other than the use or possession of a drug taken under
the supervision of a licensed health care professional, or any other use or possession authorized by the Controlled Substances
Act [21 U.S.C. 801 et seq.] or any other provision of Federal
law, shall be considered an unlawful employment practice under this title only if such rule is adopted or applied with an
intent to discriminate because of race, color, religion, sex, or national origin.

(l) It shall be an unlawful employment practice for a respondent, in connection
with the selection or referral of applicants or candidates for employment or promotion, to adjust the scores of, use different
cutoff scores for, or otherwise alter the results of, employment related tests on the basis of race, color, religion, sex,
or national origin.

(m) Except as otherwise provided in this title, an unlawful employment
practice is established when the complaining party demonstrates that race, color, religion, sex, or national origin was a
motivating factor for any employment practice, even though other factors also motivated the practice.

(n) (1) (A) Notwithstanding any other provision of law, and except as
provided in paragraph (2), an employment practice that implements and is within the scope of a litigated or consent judgment
or order that resolves a claim of employment discrimination under the Constitution or Federal

civilrights laws may not be challenged under the circumstances described in subparagraph
(B).

(B) A practice described in subparagraph (A) may not be challenged in
a claim under the Constitution or Federal

civilrights laws-

(i) by a person who, prior to the entry of the judgment or order described
in subparagraph (A), had-

(I) actual notice of the proposed judgment or order sufficient to apprise
such person that such judgment or order might adversely affect the interests and legal

rights
of such person and that an opportunity was available to present objections to such judgment or order by a future date certain;
and (II) a reasonable opportunity to present objections to such judgment or order; or (ii) by a person whose interests were
adequately represented by another person who had previously challenged the judgment or order on the same legal grounds and
with a similar factual situation, unless there has been an intervening change in law or fact.

(2) Nothing in this subsection shall be construed to-

(A) alter the standards for intervention under rule 24 of the Federal
Rules of

Civil Procedure
or apply to the rights
of parties who have successfully intervened pursuant to such rule in the proceeding in which the parties intervened;

(B) apply to the

rights of parties to the action
in which a litigated or consent judgment or order was entered, or of members of a class represented or sought to be represented
in such action, or of members of a group on whose behalf relief was sought in such action by the Federal Government;

(C) prevent challenges to a litigated or consent judgment or order on
the ground that such judgment or order was obtained through collusion or fraud, or is transparently invalid or was entered
by a court lacking subject matter jurisdiction; or

D) authorize or permit the denial to any person of the due process of
law required by the Constitution.

(3) Any action not precluded under this subsection that challengesan employment
consent judgment or order described in paragraph (1) shall be brought in the court, and if possible before the judge, that
entered such judgment or order. Nothing in this subsection shall preclude a transfer of such action pursuant to section 1404
of title 28, United States Code.

OTHER UNLAWFUL EMPLOYMENT PRACTICES

SEC. 2000e-3. [Section 704](a) It shall be an unlawful employment practice for
an employer to discriminate against any of his employees or applicants for
employment, for an employment agency, or joint labormanagement committee controlling apprenticeship or other training or retraining, including onthejob training programs, to discriminate against any individual,
or for a labor organization to discriminate against any member thereof or
applicant for membership, because he has opposed any practice made an unlawful
employment practice by this subchapter, or because he has made a charge, testified,
assisted, or participated in any manner in an investigation, proceeding, or
hearing under this subchapter.

(b) It shall be an unlawful employment practice for an employer, labor organization, employment agency, or joint labormanagement committee controlling apprenticeship or other training or retraining, including onthejob training programs, to print or publish or cause to be printed
or published any notice or advertisement relating to employment by such an
employer or membership in or any classification or referral for employment
by such a labor organization, or relating to any classification or referral
for employment by such an employment agency, or relating to admission to,
or employment in, any program established to provide apprenticeship or other
training by such a joint labormanagement committee, indicating any preference,
limitation, specification, or discrimination, based on race, color, religion,
sex, or national origin, except that such a notice or advertisement may indicate
a preference, limitation, specification, or discrimination based on religion,
sex, or national origin when religion, sex, or national origin is a bona fide
occupational qualification for employment.

EQUAL EMPLOYMENT OPPORTUNITY COMMISSION

SEC. 2000e-4. [Section 705](a) There is hereby created a Commission to be known
as the Equal Employment Opportunity Commission, which shall be composed of
five members, not more than three of whom shall be members of the same political party. Members of the Commission shall be appointed by the President by and with the advice and consent of the Senate for a term of five years. Any individual chosen to fill a vacancy shall be appointed only
for the unexpired term of the member whom he shall succeed, and all members
of the Commission shall continue to serve until their successors are appointed
and qualified, except that no such member of the Commission shall continue
to serve

(1) for more than sixty days when the Congress is in session unless a nomination to fill such vacancy shall have been submitted
to the Senate, or

(2) after the adjournment sine die of the session
of the Senate in which such nomination was submitted. The President shall
designate one member to serve as Chairman of the Commission, and one member
to serve as Vice Chairman. The Chairman shall be responsible on behalf of
the Commission for the administrative operations of the Commission, and, except
as provided in subsection (b) of this section, shall appoint, in accordance
with the provisions of title 5[United States Code] governing appointments in the competitive service, such officers, agents,

attorneys, administrative law judges[hearing examiners], and employees as he deems
necessary to assist it in the performance of its functions and to fix their
compensation in accordance with the provisions of chapter 51 and subchapter
III of chapter 53 of title 5 [United States Code], relating to classification
and General Schedule pay rates: Provided, That assignment, removal, and compensation of administrative law judges [hearing examiners] shall be in accordance with sections 3105, 3344, 5372, and 7521 of title 5[United States Code].

(b) (1) There shall be a General Counsel of the Commission appointed by the President, by and with the advice and consent of the Senate, for a term of four years. The General Counsel shall have responsibility for the conduct of litigation as provided in sections 2000e-5 and 2000e-6 of this title [sections 706 and 707]. The General Counsel shall have such other
duties as the Commission may prescribe or as may be provided by law and shall
concur with the Chairman of the Commission on the appointment and supervision
of regional

attorneys. The General Counsel of the Commission on the effective
date of this Act shall continue in such position and perform the functions
specified in this subsection until a successor is appointed and qualified.

(2)

Attorneys appointed under this section may, at the direction of the Commission, appear for and represent the Commission in any case in court, provided that the Attorney General shall conduct all litigation to which the Commission is a party in the Supreme Court pursuant to this subchapter.

(c) A vacancy in the Commission shall not impair the right of the remaining members to exercise all the powers of the Commission and three members thereof shall constitute a quorum.

(d) The Commission shall have an official seal which shall be judicially noticed.

(e) The Commission shall at the close of each fiscal year report to the Congress and to the President concerning the action it has taken [the names, salaries, and duties of all individuals in its employ] and the moneys it has disbursed. It shall make such further reports on the cause of
and means of eliminating discrimination and such recommendations for further
legislation as may appear desirable.

(f) The principal office of the Commission shall be in or near the District of Columbia, but it may meet or exercise any or all its powers at any other place. The Commission may establish such regional or State offices as it deems necessary to accomplish the purpose of this subchapter.

(g) The Commission shall have power-

(1) to cooperate with and, with their consent, utilize regional, State, local, and other agencies, both public and private, and individuals;

(2) to pay to witnesses whose depositions are taken or who are summoned before the Commission or any of its agents the same witness and mileage fees as are paid to witnesses in the courts of the United States;

(3) to furnish to persons subject to this subchapter such technical assistance as they may request to further their compliance with this subchapter or an order issued thereunder;

(4) upon the request of (i) any employer, whose employees or some of them, or (ii) any labor organization, whose members or some of them, refuse or threaten to refuse to cooperate in effectuating the provisions of this subchapter, to assist in such effectuation by conciliation or such other remedial action as is provided by this subchapter;

(5) to make such technical studies as are appropriate to effectuate the purposes and policies of this subchapter and to make the results of such studies available to the public;

(6) to intervene in a

civil action brought under section 2000e-5 of this
title [section 706] by an aggrieved party against a respondent other than
a government, governmental agency or political subdivision.

(h) (1) The Commission shall, in any of its educational or promotional activities, cooperate with other departments and agencies in the performance of such educational and promotional activities.

(2) In exercising its powers under this title, the Commission shall carry out educational and outreach activities (including dissemination of information in languages other than English) targeted to-

(A) individuals who historically have been victims of employment discrimination and have not been equitably served by the Commission; and

(B) individuals on whose behalf the Commission has authority to enforce any other law prohibiting employment discrimination, concerning

rights and obligations
under this title or such law, as the case may be.

(i) All officers, agents,

attorneys, and employees of the Commission shall be subject to the provisions of section 7324 of title 5 [section 9 of the Act of August 2, 1939, as amended (the Hatch Act)], notwithstanding
any exemption contained in such section. (j) (1) The Commission shall
establish a Technical Assistance Training Institute, through which the Commission
shall provide technical assistance and training regarding the laws and regulations
enforced by the Commission.

(2) An employer or other entity covered under this title shall not be excused from compliance with the requirements of this title because of any failure to receive technical assistance under this subsection.

(3) There are authorized to be appropriated to carry out this subsection such sums as may be necessary for fiscal year 1992.

ENFORCEMENT
PROVISIONS

SEC. 2000e-5. [Section 706](a) The Commission is empowered, as hereinafter provided,
to prevent any person from engaging in any unlawful employment practice as
set forth in section 2000e-2 or 2000e-3 of this title [section 703 or 704].

(b) Whenever a charge is filed by or on behalf of a person claiming to be aggrieved, or by a member of the Commission, alleging that an employer, employment agency, labor organization, or joint labormanagement committee
controlling apprenticeship or other training or retraining, including onthejob
training programs, has engaged in an unlawful employment practice, the Commission
shall serve a notice of the charge (including the date, place and circumstances
of the alleged unlawful employment practice) on such employer, employment
agency, labor organization, or joint labormanagement committee (hereinafter
referred to as the ``respondent'') within ten days, and shall make an investigation thereof. Charges shall be in writing under oath or affirmation and shall contain such information and be in such form as the Commission requires. Charges shall not be made public by the Commission. If the Commission determines after such investigation that there is not reasonable
cause to believe that the charge is true, it shall dismiss the charge and
promptly notify the person claiming to be aggrieved and the respondent of
its action. In determining whether reasonable cause exists, the Commission
shall accord substantial weight to final findings and orders made by State
or local authorities in proceedings commenced under State or local law pursuant
to the requirements of subsections (c) and (d) of this section. If the Commission
determines after such investigation that there is reasonable cause to believe
that the charge is true, the Commission shall endeavor to eliminate any such
alleged unlawful employment practice by informal methods of conference, conciliation,
and persuasion. Nothing said or done during and as a part of such informal
endeavors may be made public by the Commission, its officers or employees,
or used as evidence in a subsequent proceeding without the written consent
of the persons concerned. Any person who makes public information in violation of this subsection shall be fined not more than $1,000 or imprisoned for not more than one year, or both. The Commission shall make its determination on reasonable cause as promptly as possible and, so far as practicable, not later than one hundred and twenty days from the filing of the charge or, where applicable under subsection (c) or (d) of this section, from the date upon which the Commission is authorized to take action
with respect to the charge.

(c) In the case of an alleged unlawful employment practice occurring in a State, or political subdivision of a State, which has a State or local law prohibiting the unlawful employment practice alleged and establishing or authorizing a State or local authority to grant or seek relief from such practice or to institute criminal proceedings with respect thereto upon receiving
notice thereof, no charge may be filed under subsection (a) of this section
by the person aggrieved before the expiration of sixty days after roceedings
have been commenced under the State or local law, unless such proceedings
have been earlier terminated, provided that such sixtyday period shall be
extended to one hundred and twenty days during the first year after the effective
date of such State or local law. If any requirement for the commencement of
such proceedings is imposed by a State or local authority other than a requirement
of the filing of a written and signed statement of the facts upon which the
proceeding is based, the proceeding shall be deemed to have been commenced
for the purposes of this subsection at the time such statement is sent by
registered mail to the appropriate State or local authority.

(d) In the case of any charge filed by a member of the Commission alleging an unlawful employment practice occurring in a State or political subdivision of a State which has a State or local law prohibiting the practice alleged and establishing or authorizing a State or local authority
to grant or seek relief from such practice or to institute criminal proceedings
with respect thereto upon receiving notice thereof, the Commission shall,
before taking any action with respect to such charge, notify the appropriate
State or local officials and, upon request, afford them a reasonable time,
but not less than sixty days (provided that such sixtyday period shall be
extended to one hundred and twenty days during the first year after the effective
day of such State or local law), unless a shorter period is requested, to
act under such State or local law to remedy the practice alleged.

(e) (1) A charge under this section shall be filed within one hundred and eighty days after the alleged unlawful employment practice occurred and notice of the charge (including the date, place and circumstances
of the alleged unlawful employment practice) shall be served upon the person
against whom such charge is made within ten days thereafter, except that in
a case of an unlawful employment practice with respect to which the person
aggrieved has initially instituted proceedings with a State or local agency
with authority to grant or seek relief from such practice or to institute
criminal proceedings with respect thereto upon receiving notice thereof, such
charge shall be filed by or on behalf of the person aggrieved within three
hundred days after the alleged unlawful employment practice occurred, or within
thirty days after receiving notice that the State or local agency has terminated
the proceedings under the State or local law, whichever is earlier, and a
copy of such charge shall be filed by the Commission with the State or local
agency.

(2) For purposes of this section, an unlawful employment practice occurs, with respect to a seniority system that has been adopted for an intentionally discriminatory purpose in violation of this title (whether or not that discriminatory purpose is apparent on the face of the seniority
provision), when the seniority system is adopted, when an individual becomes
subject to the seniority system, or when a person aggrieved is injured by
the application of the seniority system or provision of the system.

(f) (1) If within thirty days after a charge is filed with the Commission or within thirty days after expiration of any period of reference
under subsection (c) or (d) of this section, the Commission has been
unable to secure from the respondent a conciliation agreement acceptable to
the Commission, the Commission may bring a

civil action against any respondent
not a government, governmental agency, or political subdivision named in the
charge. In the case of a respondent which is a government, governmental agency,
or political subdivision, if the Commission has been unable to secure from
the respondent a conciliation agreement acceptable to the Commission, the
Commission shall take no further action and shall refer the case to the Attorney
General who may bring a civil action against such respondent in the appropriate
United States district court. The person or persons aggrieved shall have the
right to intervene in a civil action brought by the Commission or the Attorney General in a case involving a government, governmental agency, or political subdivision. If a charge filed with the Commission pursuant to subsection (b) of this section, is dismissed by the Commission, or if within one hundred and eighty days from the filing of such charge or the expiration
of any period of reference under subsection (c) or (d) of this section, whichever
is later, the Commission has not filed a civil action under this section or the Attorney
General has not filed a civil action in a case involving a government, governmental
agency, or political subdivision, or the Commission has not entered into a
conciliation agreement to which the person aggrieved is a party, the Commission,
or the Attorney General in a case involving a government, governmental agency,
or political subdivision, shall so notify the person aggrieved and within
ninety days after the giving of such notice a civil action may be brought against the respondent named in the charge (A) by the person claiming to be aggrieved or (B) if such charge was filed by a member of the Commission,
by any person whom the charge alleges was aggrieved by the alleged unlawful
employment practice. Upon application by the complainant and in such circumstances
as the court may deem just, the court may appoint an attorney for such complainant
and may authorize the commencement of the action without the payment of fees,
costs, or security. Upon timely application, the court may, in its discretion,
permit the Commission, or the Attorney General in a case involving a government, governmental agency, or political subdivision, to intervene in such civil action upon certification that the case is of general public importance. Upon request, the court may, in its discretion, stay further proceedings for not more than sixty days pending the termination of State or local proceedings described in subsection (c) or (d) of this section or further efforts of the Commission to obtain voluntary compliance. (2)
Whenever a charge is filed with the Commission and the Commission concludes
on the basis of a preliminary investigation that prompt judicial action is
necessary to carry out the purposes of this Act, the Commission, or the Attorney
General in a case involving a government, governmental agency, or political
subdivision, may bring an action for appropriate temporary or preliminary
relief pending final disposition of such charge. Any temporary restraining
order or other order granting preliminary or temporary relief shall be issued
in accordance with rule 65 of the Federal Rules of Civil Procedure. It shall be the
duty of a court having jurisdiction over proceedings under this section to
assign cases for hearing at the earliest practicable date and to cause such
cases to be in every way expedited. (3)
Each United States district court and each United States court of a place
subject to the jurisdiction of the United States shall have jurisdiction of
actions brought under this subchapter. Such an action may be brought in any
judicial district in the State in which the unlawful employment practice is
alleged to have been committed, in the judicial district in which the
employment records relevant to such practice are maintained and administered,
or in the judicial district in which the aggrieved person would have worked
but for the alleged unlawful employment practice, but if the respondent is
not found within any such district, such an action may be brought within the
judicial district in which the respondent has his principal office. For purposes
of sections 1404 and 1406 of title 28 [of the United States Code], the judicial
district in which the respondent has his principal office shall in all cases
be considered a district in which the action might have been brought.
(4) It shall be the duty of the chief judge of the district (or in his absence, the acting chief judge) in which the case is pending immediately to designate a judge in such district to hear and determine the case. In the event that no judge in the district is available to hear and determine the case, the chief judge of the district, or the acting chief
judge, as the case may be, shall certify this fact to the chief judge of the
circuit (or in his absence, the acting chief judge) who shall then designate
a district or circuit judge of the circuit to hear and determine the case.

(5) It shall be the duty of the judge designated pursuant to this subsection to assign the case for hearing at the earliest practicable date and to cause the case to be in every way expedited. If such judge has not scheduled the case for trial within one hundred and twenty days after issue has been joined, that judge may appoint a master pursuant to rule 53 of the Federal Rules of

Civil Procedure.

(g) (1) If the court finds that the respondent has intentionally engaged in or is intentionally engaging in an unlawful employment practice charged in the complaint, the court may enjoin the respondent from engaging in such unlawful employment practice, and order such affirmative action as may be appropriate, which may include, but is not limited to, reinstatement or hiring of employees, with or without back pay (payable by the employ er, employment agency, or labor organization, as the case may be,
responsible for the unlawful employment practice), or any other equitable
relief as the court deems appropriate. Back pay liability shall not accrue
from a date more than two years prior to the filing of a charge with the Commission.
Interim earnings or amounts earnable with reasonable diligence by the person
or persons discriminated against shall operate to reduce the back pay
otherwise allowable.

(2) (A) No order of the court
shall require the admission or

reinstatement of an individual as a member of a union, or the hiring, reinstatement, or promotion of an individual as an employee, or the payment to him of any back pay, if such individual was refused admission, suspended, or expelled, or was refused employment or advancement or was suspended or discharged for any reason other than discrimination on account
of race, color, religion, sex, or national origin or in violation of section
2000e-3(a) of this title [section 704(a)].

(B) On a claim in which an individual proves a violation under section 2000e-2(m) of this title [section 703(m)] and a respondent demonstrates that the respondent would have taken the same action in the absence
of the impermissible motivating factor, the court-

(i) may grant declaratory relief, injunctive relief (except as provided in clause (ii)), and attorney's fees and costs demonstrated to be directly attributable only to the pursuit of a claim under section 2000e-2(m) of this title [section 703(m)]; and

(ii) shall not award damages or issue an order requiring any admission, reinstatement, hiring, promotion, or payment, described in subparagraph (A).

(h) The provisions of chapter 6 of title 29 [the Act entitled "An Act to amend the Judicial Code and to define and limit the jurisdiction
of courts sitting in equity, and for other purposes,"approved March 23, 1932
(29 U.S.C. 105-115)] shall not apply with respect to

civil actions brought under this
section.

(i) In any case in which an employer, employment agency, or labor
organization fails to comply with an order of a court issued in a civil action
brought under this section, the Commission may commence proceedings to compel
compliance with such order.

(j) Any civil action brought under this section and any proceedings brought under subsection (i) of this section shall be subject to appeal as provided in sections 1291 and 1292, title 28 [United States Code].

(k) In any action or proceeding under this subchapter the court, in its discretion, may allow the prevailing party, other than the Commission or the United States, a reasonable attorney's fee (including expert fees) as part of the costs, and the Commission and the United States shall be
liable for costs the same as a private person.

CIVIL ACTIONS BY THE ATTORNEY GENERAL

SEC. 2000e-6. [Section 707](a) Whenever the Attorney General has reasonable cause
to believe that any person or group of persons is engaged in a pattern or
practice of resistance to the full enjoyment of any of the rights secured by this
subchapter, and that the pattern or practice is of such a nature and is intended to deny the full exercise of the rights herein described, the Attorney General may bring a civil action in the appropriate district court
of the United States by filing with it a complaint

(1) signed by him (or
in his absence the Acting Attorney General),

(2) setting forth facts pertaining
to such pattern or practice, and

(3) requesting such relief, including
an application for a permanent or temporary injunction, restraining order
or other order against the person or persons responsible for such pattern
or practice, as he deems necessary to insure the full enjoyment of the rights herein described.

(b) The district courts of the United States shall have and shall exercise jurisdiction of proceedings instituted pursuant to this section, and in any such proceeding the Attorney General may file with the clerk of such court a request that a court of three judges be convened to hear and determine
the case. Such request by the Attorney General shall be accompanied by a certificate
that, in his opinion, the case is of general public importance. A copy of
the certificate and request for a threejudge court shall be immediately furnished
by such clerk to the chief judge of the circuit (or in his absence, the presiding
circuit judge of the circuit) in which the case is pending. Upon receipt of
such request it shall be the duty of the chief judge of the circuit or the
presiding circuit judge, as the case may be, to designate immediately three
judges in such circuit, of whom at least one shall be a circuit judge and
another of whom shall be a district judge of the court in which the proceeding
was instituted, to hear and determine such case, and it shall be the duty
of the judges so designated to assign the case for hearing at the earliest
practicable date, to participate in the hearing and determination thereof,
and to cause the case to be in every way expedited. An appeal from the final judgment of such court will lie to the Supreme Court. In the event the Attorney General fails to file such a request in any such proceeding, it shall be the duty of the chief judge of the district (or in his absence, the acting chief judge) in which the case is pending immediately
to designate a judge in such district to hear and determine the case. In the
event that no judge in the district is available to hear and determine the
case, the chief judge of the district, or the acting chief judge, as the case
may be, shall certify this fact to the chief judge of the circuit (or in his
absence, the acting chief judge) who shall then designate a district or circuit
judge of the circuit to hear and determine the case. It shall be the duty of the judge designated pursuant to this section to assign the case for hearing at the earliest practicable date and to cause the case to be in every way expedited.

(c) Effective two years after March 24, 1972 [the date of enactment of the Equal Employment Opportunity Act of 1972], the functions of the Attorney General under this section shall be transferred to the Commission,
together with such personnel, property, records, and unexpended balances of
appropriations, allocations, and other funds employed, used, held, available,
or to be made available in connection with such functions unless the President
submits, and neither House of Congress vetoes, a reorganization plan pursuant
to chapter 9 of title 5[United States Code], inconsistent with the provisions of this subsection.
The Commission shall carry out such functions in accordance with subsections
(d) and (e) of this section.

(d) Upon the transfer of functions provided for in subsection (c) of this section, in all suits commenced pursuant to this section prior to the date of such transfer, proceedings shall continue without abatement, all court orders and decrees shall remain in effect, and the Commission shall be substituted as a party for the United States of America, the Attorney General, or the Acting Attorney General, as appropriate.

(e) Subsequent to March 24, 1972 [the date of enactment of the Equal Employment Opportunity Act of 1972], the Commission shall have authority to investigate and act on a charge of a pattern or practice of discrimination, whether filed by or on behalf of a person claiming to be aggrieved
or by a member of the Commission. All such actions shall be conducted in accordance
with the procedures set forth in section 2000e-5 of this title [section 706].

EFFECT ON STATE LAWS

SEC. 2000e-7. [Section 708]Nothing in this subchapter shall be deemed to exempt
or relieve any person from any liability, duty, penalty, or punishment provided
by any present or future law of any State or political subdivision of a State,
other than any such law which purports to require or permit the doing of any act which would be an unlawful employment practice under this subchapter.

INVESTIGATIONS, INSPECTIONS, RECORDS, STATE AGENCIES

SEC. 2000e-8. [Section 709](a) In connection with any investigation of a charge
filed under section 2000e-5 of this title [section 706], the Commission or
its designated representative shall at all reasonable times have access to,
for the purposes of examination, and the right to copy any evidence of any
person being investigated or proceeded against that relates to unlawful employment practices covered by this subchapter and is relevant to the charge under investigation.

(b) The Commission may cooperate with State and local agencies charged with the administration of State fair employment practices laws and, with the consent of such agencies, may, for the purpose of carrying out its functions and duties under this subchapter and within the limitation of funds appropriated specifically for such purpose, engage in and contribute to the cost of research and other projects of mutual interest undertaken by
such agencies, and utilize the services of such agencies and their employees,
and, notwithstanding any other provision of law, pay by advance or reimbursement
such agencies and their employees for services rendered to assist the Commission
in carrying out this subchapter. In furtherance of such cooperative efforts,
the Commission may enter into written agreements with such State or local
agencies and such agreements may include provisions under which the Commission
shall refrain from processing a charge in any cases or class of cases specified
in such agreements or under which the Commission shall relieve any person
or class of persons in such State or locality from requirements imposed under
this section. The Commission shall rescind any such agreement whenever it
determines that the agreement no longer serves the interest of effective enforcement of this subchapter.

(c) Every employer, employment agency, and labor organization subject to this subchapter shall

(1) make and keep such records relevant to the determinations
of whether unlawful employment practices have been or are being committed,

(2) preserve such records for such periods, and

(3) make such reports therefrom
as the Commission shall prescribe by regulation or order, after public hearing,
as reasonable, necessary, or appropriate for the enforcement of this subchapter
or the regulations or orders thereunder. The Commission shall, by regulation,
require each employer, labor organization, and joint labormanagement committee
subject to this subchapter which controls an apprenticeship or other training
program to maintain such records as are reasonably necessary to carry
out the purposes of this subchapter, including, but not limited to, a list
of applicants who wish to participate in such program, including the chronological order in which applications were received, and to furnish to the Commission upon request, a detailed description of the manner in which persons are selected to participate in the apprenticeship or other training program. Any employer, employment agency, labor organization, or joint labormanagement committee which believes that the application to
it of any regulation or order issued under this section would result in undue
hardship may apply to the Commission for an exemption from the application
of such regulation or order, and, if such application for an exemption is
denied, bring a civil action in the United States district court for the district
where such records are kept. If the Commission or the court, as the case may
be, finds that the application of the regulation or order to the employer,
employment agency, or labor organization in question would impose an undue
hardship, the Commission or the court, as the case may be, may grant appropriate
relief. If any person required to comply with the provisions of this subsection
fails or refuses to do so, the United States district court for the district
in which such person is found, resides, or transacts business, shall, upon
application of the Commission, or the Attorney General in a case involving
a government, governmental agency or political subdivision, have jurisdiction to issue to such person an order requiring him to comply.

(d) In prescribing requirements pursuant to subsection

(c) of this section,
the Commission shall consult with other interested State and Federal agencies
and shall endeavor to coordinate its requirements with those adopted by such
agencies. The Commission shall furnish upon request and without cost to any
State or local agency charged with the administration of a fair employment
practice law information obtained pursuant to subsection (c) of this section
from any employer, employment agency, labor organization, or joint labormanagement
committee subject to the jurisdiction of such agency. Such information shall
be furnished on condition that it not be made public by the recipient agency
prior to the institution of a proceeding under State or local law involving such information. If this condition is violated by a recipient agency, the Commission may decline to honor subsequent requests pursuant to this subsection.

(e) It shall be unlawful for any officer or employee of the Commission to make public in any manner whatever any information obtained by the Commission pursuant to its authority under this section prior to the institution
of any proceeding under this subchapter involving such information. Any officer
or employee of the Commission who shall make public in any manner whatever
any information in violation of this subsection shall be guilty, of a misdemeanor
and upon conviction thereof, shall be fined not more than $1,000, or imprisoned
not more than one year.

INVESTIGATORY POWERS

SEC. 2000e-9. [Section 710]For the purpose of all hearings and investigations
conducted by the Commission or its duly authorized agents or agencies, section
161 of title 29 [section 11 of the National Labor Relations Act] shall apply.

POSTING OF NOTICES; PENALTIES

SEC. 2000e-10. [Section 711](a) Every employer, employment agency, and labor organization,
as the case may be, shall post and keep posted in conspicuous places upon
its premises where notices to employees, applicants for employment, and members are customarily posted a notice to be prepared or approved by the Commission setting forth excerpts, from or, summaries of, the pertinent provisions of this subchapter and information pertinent to the filing of a complaint.

(b) A willful violation of this section shall be punishable by a fine of not more than $100 for each separate offense.

VETERANS' SPECIAL RIGHTS
OR PREFERENCE

SEC. 2000e-11. [Section 712]Nothing contained in this subchapter shall be construed
to repeal or modify any Federal, State, territorial, or local law creating
special rights or preference for veterans.

RULES AND REGULATIONS

SEC. 2000e-12. [Section 713](a) The Commission shall have authority from time
to time to issue, amend, or rescind suitable procedural regulations to carry
out the provisions of this subchapter. Regulations issued under this section
shall be in conformity with the standards and limitations of subchapter II
of chapter 5 of title 5 [the Administrative Procedure Act].

(b) In any action or proceeding based on any alleged unlawful employment practice, no person shall be subject to any liability or punishment for or on account of

(1) the commission by such person of an unlawful employment practice if he pleads and proves that the act or omission complained of was in good faith, in conformity with, and in reliance on any written interpretation
or opinion of the Commission, or

(2) the failure of such person
to publish and file any information required by any provision of this subchapter
if he pleads and proves that he failed to publish and file such information
in good faith, in conformity with the instructions of the Commission issued
under this subchapter regarding the filing of such information. Such a defense,
if established, shall be a bar to the action or proceeding, notwithstanding
that

(A) after such act or omission, such interpretation
or opinion is modified or rescinded or is determined by judicial authority
to be invalid or of no legal effect, or

(B) after publishing or filing
the description and annual reports, such publication or filing is determined
by judicial authority not to be in conformity with the requirements of this
subchapter.

FORCIBLY RESISTING THE COMMISSION OR ITS REPRESENTATIVES

SEC. 2000e-13. [Section 714]The provisions of sections 111 and 1114, title 18
[United States Code], shall apply to officers, agents, and employees of the
Commission in the performance of their official duties. Notwithstanding the provisions of sections 111 and 1114 of title 18 [United States Code], whoever in violation of the provisions of section 1114 of such title kills a person while engaged in or on account of the performance of his official functions under this Act shall be punished by imprisonment for
any term of years or for life.

TRANSFER OF AUTHORITY

[Administration of the duties of the Equal Employment Opportunity Coordinating Council was transferred to the Equal Employment Opportunity Commission effective July 1, 1978, under the President's Reorganization Plan of 1978.]

EQUAL EMPLOYMENT OPPORTUNITY COORDINATING COUNCIL

SEC. 2000e-14. [Section 715]

[There shall be established an Equal Employment Opportunity Coordinating Council (hereinafter referred to in this section as the Council) composed of the Secretary of Labor, the Chairman of the Equal Employment Opportunity Commission, the Attorney General, the Chairman of the United States Civil Service
Commission, and the Chairman of the United States CivilRights Commission, or their respective delegates.]The Equal Employment Opportunity Commission [Council] shall
have the responsibility for developing and implementing agreements, policies and practices designed to maximize effort, promote efficiency, and eliminate conflict, competition, duplication and inconsistency among the operations, functions and jurisdictions of the various departments, agencies
and branches of the Federal Government responsible for the implementation
and enforcement of equal employment opportunity legislation, orders, and policies.
On or before October 1 [July 1]of each year, the Equal Employment pportunity Commission [Council]shall transmit to the
President and to the Congress a report of its activities, together with such
recommendations for legislative or administrative changes as it concludes
are desirable to further promote the purposes of this section.

EFFECTIVE DATE

SEC. 2000e-15. [Section 716]

[(a) This title shall become effective one year after the date of its enactment.

(b) Notwithstanding subsection (a), sections of this title other than sections 703, 704, 706, and 707 shall become effective immediately.

(c)] The President shall, as soon as feasible after July 2, 1964[the enactment
of this title], convene one or more conferences for the purpose of enabling
the leaders of groups whose members will be affected by this subchapter to
become familiar with the rights afforded and obligations imposed by its provisions,
and for the purpose of making plans which will result in the fair and effective
administration of this subchapter when all of its provisions become effective.
The President shall invite the participation in such conference or conferences
of

(1) the members of
the President's Committee on Equal Employment Opportunity,

(2) the members of the Commission on CivilRights,

(3) representatives of State
and local agencies engaged in furthering equal employment opportunity,

(5) representatives of employers, labor organizations,
and employment agencies who will be subject to this subchapter.

TRANSFER OF AUTHORITY

[Enforcement of Section 717 was transferred to the Equal Employment Opportunity Commission from the Civil Service Commission (Office of Personnel Management) effective January 1, 1979 under the President's Reorganization Plan No. 1 of 1978.]

EMPLOYMENT BY FEDERAL GOVERNMENT

SEC. 2000e-16. [Section 717](a)

All personnel actions affecting employees or applicants for employment (except with regard to aliens employed outside the limits of the United States) in military departments as defined in section 102 of title 5 [United States Code], in executive agencies [other than the
General Accounting Office] as defined in section 105 of title 5[United States Code] (including employees and applicants for
employment who are paid from nonappropriated funds), in the United States
Postal Service and the Postal Rate Commission, in those units of the Government of the District of Columbia having positions in the competitive service, and in those units of the legislative and judicial branches of the Federal Government having positions in the competitive service, and in the Library of Congress shall be made free from any discrimination based on race, color, religion, sex, or national origin.

(b) Except as otherwise provided in this subsection, the Equal Employment Opportunity Commission [Civil Service Commission] shall have authority
to enforce the provisions of subsection (a) of this section through appropriate
remedies, including reinstatement or hiring of employees with or without back
pay, as will effectuate the policies of this section, and shall issue such
rules, regulations, orders and instructions as it deems necessary and appropriate
to carry out its responsibilities under this section. The Equal Employment
Opportunity Commission [Civil Service Commission] shall-

(1) be responsible for the annual review and approval of a national and regional equal employment opportunity plan which each department and agency and each appropriate unit referred to in subsection (a) of this section shall submit in order to maintain an affirmative program of equal employment opportunity for all such employees and applicants for employment;

(2) be responsible for the review and evaluation of the operation of all agency equal employment opportunity programs, periodically obtaining and publishing (on at least a semiannual basis) progress reports from each such department, agency, or unit; and

(3) consult with and solicit the recommendations of interested individuals, groups, and organizations relating to equal employment opportunity.
The head of each such department, agency, or unit shall comply with such rules, regulations, orders, and instructions which shall include a provision that an employee or applicant for employment shall be notified of any final action taken on any complaint of discrimination filed by him thereunder. The plan submitted by each department, agency, and unit shall include, but not be limited to-

(1) provision for the establishment of training and education programs designed to provide a maximum opportunity for employees to advance
so as to perform at their highest potential; and

(2) a description of the qualifications in terms of training and experience relating to equal employment opportunity for the principal and operating officials of each such department, agency, or unit responsible for carrying out the equal employment opportunity program and of the allocation
of personnel and resources proposed by such department, agency, or unit to
carry out its equal employment opportunity program. With respect to
employment in the Library of Congress, authorities granted in this subsection
to the Equal Employment Opportunity Commission[Civil Service Commission] shall be exercised by the Librarian of Congress.

(c) Within 90 days of receipt of notice of final action taken by a department, agency, or unit referred to in subsection (a) of this section, or by the Equal Employment Opportunity Commission [Civil Service Commission] upon an appeal from a decision or order of such department,
agency, or unit on a complaint of discrimination based on race, color, religion,
sex or national origin, brought pursuant to subsection (a) of this section,
Executive Order 11478 or any succeeding Executive orders, or after one hundred
and eighty days from the filing of the initial charge with the department,
agency, or unit or with the Equal Employment Opportunity Commission [Civil Service Commission]
on appeal from a decision or order of such department, agency, or unit until
such time as final action may be taken by a department, agency, or unit, an employee or applicant for employment, if aggrieved by the final disposition of his complaint, or by the failure to take final action on his complaint, may file a civil action as provided in section 2000e-5 of this
title [section 706], in which civil action the head of the department, agency,
or unit, as appropriate, shall be the defendant. (d) The provisions
of section 2000e-5(f) through (k) of this title[section 706(f) through (k)], as applicable, shall govern civil actions
brought hereunder, and the same interest to compensate for delay in payment shall be available as in cases involving nonpublic parties.

(e) Nothing contained in this Act shall relieve any Government agency or official of its or his primary responsibility to assure nondiscrimination in employment as required by the Constitution and statutes
or of its or his responsibilities under Executive Order 11478 relating to
equal employment opportunity in the Federal Government.

SPECIAL PROVISIONS WITH RESPECT TO DENIAL, TERMINATION, ANDSUSPENSION OF GOVERNMENT CONTRACTS

SEC. 2000e-17. [Section 718]

No Government contract, or portion thereof, with any employer, shall be denied, withheld, terminated, or suspended, by any agency or officer of the United States under any equal employment opportunity law or order, where such employer has an affirmative action plan which has previously been accepted by the Government for the same facility within the past twelve
months without first according such employer full hearing and adjudication
under the provisions of section 554 of title 5 [United States Code], and the
following pertinent sections: Provided, That if such employer has deviated
substantially from such previously agreed to affirmative action plan, this
section shall not apply: Provided further, That for the purposes of this section
an affirmative action plan shall be deemed to have been accepted by the Government
at the time the appropriate compliance agency has accepted such plan unless
within fortyfive days thereafter the Office of Federal Contract Compliance
has disapproved such plan.